The Role of Human Resource Management in Dairy Industry: with Reference to Selected Dairy Units in Andhra Pradesh: A Comparative Study

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1 DOI : /ijms/v5i3(4)/12 DOIURL : The Role of Human Resource Management in Dairy Industry: with Reference to Selected Dairy Units in Andhra Pradesh: A Comparative Study Dr. Battu Nagaraju, Professor & Head Departmnet of HRM, Acharya Nagarjuna University, Guntur, Andhra Pradesh, India. Dr. Shaik Mastan Vali, Associate Professor & Head Department of MBA, Malla Reddy Engineering College and Management Sciences, Kistapur, Medchal, Hyderabad, India. ABSTRACT Human Resource Management (HRM) is a new way of thinking about how people should be managed as employees in a workplace. Human Resource Management is a strategic and coherent approach to the management of an organization most valued assets the people working there who individually & collectively contribute to the achievement of its goals. Human Resource Management is a Philosophy of people management based on the belief that human resources are uniquely important to sustained organization success. An organization gains competitive advantage by using its people effectively drawing on their expertise & ingenuity to meet clearly defined objectives. The main aim of the report is to study the regarding the HRM practices of Manpower planning, Recruitment, Selection, HRD (Training and Performance appraisal and Career Planning and Development). Within the report, a lot of empirical information was collected, systematized and analyzed, the main part of which is Presented in this report. The received findings could be implemented in forming of role of HRM in the dairy industry improving the methodology for collecting statistical information of the respondents, as well as for designing an perception of the respondents by using the percentage methods in SPSS 17.0 and statistical tools are used for the study (like Correlation and ANOVA, Cronbach Alpha Test). Keywords: HRM, Manpower Planning, Recruitment and Selection, HRD (Training and Performance appraisal and Career Planning and Development). INTRODUCTION: Human resources have been recognized as an indispensable input for the organizational effectiveness and efficient management. This resource has assumed a critical role to play in the performance and success of the organizations. The effectiveness of management depends upon optimum utilization of different resources such as men, money, material, machines, methods, marketing etc. From the many factors listed above, Human Resource is an important factor because they can think, plan & arrange the work successfully towards the predetermined goals & objectives. Human resources are not only an important factor of management but they also play an important role in executing different functions such as planning, organizing, staffing, directing, coordinating & controlling. Motivated human resources play key role in the success of an organization. Optimum utilization of this valuable resource becomes specialized branch of Management i.e. Human Resource Management. Human Resource Management (HRM) Roles include: (i) Apply quality & productivity principle to improve HRM function. (ii) Make policies clear, consistent and complementary or 'synergistic'. (iii) Facilitate implementation of quality & productivity interventions. (iv) Vol. V, Issue 3(4), July 2018 [108]

2 Attention to such functions as staffing, training, appraisal & compensation to ensure fit with organizations goals: if goals change, function need to change. The following heads are: Manpower Planning: Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. (a) Analyzing the current manpower inventory, (b) Making future manpower forecasts, (c) Developing employment programmes, (d) Design training programmes. (II) Recruitment: Recruitment is of two types they are Internal and External Recruitment: (a) Internal Recruitment - a recruitment which takes place within the concern organization. Internal sources of recruitment are readily available to an organization. (1) Internal sources are primarily three types: (i) Transfers, (ii) Promotions (through Internal Job Postings) and (iii) Re-employment of ex-employees. (b) External Recruitment - External sources of recruitment have to be solicited from outside the organization. The external sources of recruitment include-: Employment at factory gate, Advertisements, Employment exchanges, Employment agencies, Educational institutes, Labour contractors, Recommendations etc.(iii) Selection: Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Human resource development: HRD as those learning experience which are organized, for a specific time, and designed to bring about the possibility of behavioural change. Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. REVIEW OF LITERATURE: Review of the related literature, allows the researcher to acquaint him with the findings of some of the earlier research studies and the method adopted therein. Such review of literature connected with the HRM PRACTICES of the study in the dairy units consistent with the review of literature is presented under the following heads:-studies conducted to determine the Human Resource Management (HRM) Practices of (1) Manpower planning, (2) Recruitment and selection, (3) Human Resource Development (Training, Performance Appraisal, Career Planning and Development). Studies on Human Resource Planning, Recruitment and Selection and HRD: Armstrong views Human Resource Management (HRM) is a strategic and coherent approach to the management of an organization s most valued assets-the people working there who individually and collectively contributes to the achievement of the objectives. HRM involves all management decision and practices that directly affects the people or human resources, who work for the organization. (2) Omoankhanlen Joseph Akhigbe (2013) Human Resource Planning: A Key Factor in Ensuring the Effectiveness and Efficiency of Organization. This paper investigates the relative influence of human resource planning (HRP) on the effectiveness and efficiency of Organization. Effectiveness being the degree to which the organization is successful in achieving strategy, mission, and vision. Efficiency being how well the organization uses its resources (financial, human, physical, information). The paper is stating that the achieve the goals.. Ms.G.Karthiga (2015), Recruitment and Selection Process Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. (4) Mohsin Nadeem (2010) 1 Role of Training in Determining the Employee Corporate Behavior with Respect to Organizational Productivity: Developing and Proposing a Conceptual Model In this research, the researchers have proposed a model which focuses on the impact of effectual corporate behavior on organizational productivity. The researcher examined the relationship between key Vol. V, Issue 3(4), July 2018 [109]

3 variables of corporate behavior i.e. employee commitment, employee motivation and job satisfaction on organizational productivity with assistance of training. Previous literature and my research reveal a positive correlation between the effective corporate behavior and productivity but with the aid of training and by controlling unobserved heterogeneity and potential endogeneity. Maimona Jabeen (2011) 1 Impact of Performance Appraisal on Employees Motivation Appraisal is very significant tool inside the man supremacy management, stipulation it is conduct properly along with reasonably, it can carry out the organization to their ambition and the employees determination accomplish their wellbeing. Within this manuscript I study the sound possessions of concert assessment consequences taking place the staff enthusiasm."the aptitude to craft superior verdict Vis-à-vis populace corresponds to solitary of the preceding steadfast foundation of workforce assessment, while exceptionally hardly any association is good by the side of it. (6) Eliza Antoniu 1 (2010) Career Planning Process and Its Role in Human Resource Development In his paper addresses specific questions on career planning, activity which plays an increasingly representative role in the human resources management. People were always concerned about choosing and building careers to meet their needs and aspirations. Career planning process involves both individual and organization responsibility. In the contemporary business environment, highly competitive, we find that career management responsibility rests increasingly on the individuals. Organizations also play an important role; its need to have and maintain a competent staff, considered as the main source for obtaining competitive advantage, most advanced companies develop and apply an integrated management career system, beneficial both for themselves and for their employees. METHODOLOGY OF THE STUDY: In this Research Methodology includes the Statement of Problem, Research Gap, Objectives of the study, Hypothesis of the study, and Data Collection. The researcher also described the processing of data by adopting the Statistical Tools of the study are Mean, Standard Deviation, Cronbach Alpha test, Correlation and ANOVA, and Limitations of the study. Statement of the problem: The Statement of the Study is stating that the Role of the Human Resource Management (HRM) Practices of the selected Variables of Manpower Planning, Recruitment and Selection, Human Resource Development HRD (Training and Development, Performance Appraisal and Career Planning and Development) in the selected dairy units in Andhra Pradesh, a comparative statement has been under taken for this study. Objectives of the study: (1) to study the perception of the employees on role of HRM Practices in the Selected Four Dairy units in Andhra Pradesh, (2) To analyze the Impact of the Human Resource Management (HRM) in the Selected Four Dairy units in Andhra Pradesh, (3) To offer suggestions to Improve the Human Resource Management (HRM) in the Selected Four Dairy units in Andhra Pradesh. Hypothesis of the study: (1) Null Hypothesis: Ho: There is no significant relationship between HRM practices and the four dairy units, (2) Alternate Hypothesis: H1: There is significant relationship between HRM practices and the four dairy units. Data collections: The information and data for the present study has been obtained from both the primary and secondary resources from the select the Four Dairy units of Andhra Pradesh. (A) Primary Data: The researcher has collected the data by distributing the questionnaire to respondents in four dairy units such as Heritage Dairy, Jersey Dairy, Dodla Dairy, and Thirumala Dairy. The data was collected through observation and interviewing the respondents. (B) Secondary Data: Available Books, Thesis and Dissertation, Published research studies, journals, reports, articles, research papers, etc. Data through internet source and Annual Reports of the selected Dairy. Universe and Sample Size: Simple Random sampling technique was adopted to choose the respondents from the universe in the selected dairy units under study. Vol. V, Issue 3(4), July 2018 [110]

4 Table 1: Universe and sample size: S.No Dairy Units Total Universe Sample% Sample Size 1 Heritage Dairy Thirumala Dairy Jersey Dairy Dodla Dairy Total From the Table 1 stating that the four Dairy units of Heritage Dairy, Jersey Dairy, Thirumala Dairy and Dodla Dairy of total employees are 6000, the sample size are taken at 5% in Heritage Dairy, Jersey Dairy, Thirumala Dairy, Dodla Dairy. The filled questionnaires are collected in Heritage Dairy-75, Jersey Dairy-75, Thirumala Dairy-75, and Dodla Dairy 75. RESPONDENTS OPINION ON HUMAN RESOURCE MANAGEMENT IN SELECTD FOUR DAIRY UNITS UNDER STUDY: The respondents in the four Dairy units of Heritage, Thirumala, Jersey and Dodla are satisfied with the variables of the study are Manpower Planning, Recruitment and selection, Human Resource Development (Training Performance Appraisal and Career Development). The researcher used the statistical tools of Mean and standard deviation of the four Dairy units. It states the mean values of employees are satisfied with the parameters of the study. Table 2: what is the overall opinion on the HRM practices in the Dairy Unit: Dairy Units S.No Opinion Heritage Thirumala Jersey Dodla Total F % F % F % F % F % 1 Excellent Very Good Good Average Poor Total From the above table 2 designs that the overall opinion on the HRM practices in the Dairy Unit. In the Heritage Dairy the respondents opine that Good are 78.7%,Thirumala Dairy Good are 64%, Jersey Dairy Good are 60%, Dodla Dairy the respondents opine that Good are 60%. DATA ANALYSIS AND INTERPRETATION: This Study has analyzed the data from four Dairy Units of Heritage Dairy, Thirumala, Jersey and Dodla. The researcher has taken the aspects of Manpower Planning, Recruitment and Selection, HRD (Training and Development, Performance Appraisal and Career Planning and Development) by comparing the Four Dairy Units the researcher has taken the statistical tools of Mean, Standard Deviation, Cronbach Alpha ANOVA, and Correlation. Table 3: Descriptive Statistics for the four Dairy units of Heritage, Thirumala, Jersey and Dodla Dairy for Manpower Planning, Recruitment and Selection - HRD Q1 - Are you aware of the manpower planning procedure in the Dairy Unit Q2 Is Recruitment and selection is done systematically in the Dairy Unit on regular basis N Heritage Dairy Thirumala Dairy Jersey Dairy Dodla Dairy Std. Std. Std. Std. Mean Mean Mean Mean Deviation Deviation Deviation Deviation Vol. V, Issue 3(4), July 2018 [111]

5 Q3 Have the employee satisfied with recruitment and selection process in the Dairy Unit Q4- The Mode of selection is based on Q5-What is the opinion of the selection procedure of the Dairy Unit Q6- Is Induction Programme properly implemented after the selection process Q7- Are you satisfied with the induction and orientation programme in the Dairy Unit Q8- Did the employee receive any promotion Q9- Is Internal Promotions are given importance in the dairy unit Q10- Does the Dairy Unit strictly following promotional policies Q11- What is the mode of promotion in the Dairy Unit Human Resource Development (Training, Performance Appraisal and Career Development Q12- Are the employee satisfied with the procedure of identifying the training needs in the dairy unit Q13- Have the employee been satisfied by attending training programme in the Dairy Unit Q14- Which type of training programme would employee prefer Q15- Does the Dairy unit provide the following facilities while sending for training programme Q16- Have the employee ever faced any problem while attending training programme Q17- Are the employee aware of the performance appraisal reports in the Dairy Unit Q18- Performance Appraisal duration period in the Dairy Unit Q19- What method of appraisal is followed in the Dairy Unit Q20- Are the employee satisfied with the performance appraisal system of the Dairy Unit N Heritage Dairy Thirumala Dairy Jersey Dairy Dodla Dairy Std. Std. Std. Std. Mean Mean Mean Mean Deviation Deviation Deviation Deviation The problems and challenges that dairy units face today are numerous. This aspect is dominant in management of dairy units in Andhra Pradesh. No scientific methods of selection, training and placement are followed in the co-operatives. The result is widespread dis-satisfaction among the employees causing a low level of performance in the organization. This may also affect the motivation of the employees to work. The respondents in the four Dairy units of Heritage, Thirumala, Jersey and Dodla are satisfied with the selected variables of the study. It states the mean values of employees are satisfied with the parameters of the study. Table 4: Cronbach Alpha Table for the Four Dairy units: Cronbach Alpha Heritage Dairy Thirumala Dairy Jersey Dairy Dodla Dairy No.of.Items Vol. V, Issue 3(4), July 2018 [112]

6 The Number of items is taken for the study 61 with the parameters of selected variables for the study. For the four dairy units of Heritage value is 0.860, Thirumala is 0.760, Jersey is and Dodla is The value of four dairy units is above 0.87 so it proves the reliability is very strong for the four dairy units. Hypothesis: (a) Ho: Null Hypothesis- There is no significance difference in the means of opinion of the Age and Manpower planning infour Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. (b) H 1: Alternate Hypothesis- There is significance difference in the means of opinion of the Age and Manpower planning in four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. Table 5: ANOVA Table for Heritage and Thirumala for Manpower Planning, Recruitment and Selection: Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 HERITAGE DAIRY THIRUMALA DAIRY df df Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total The employees are aware of the manpower planning procedure in the Heritage Dairy unit are satisfactory at significant value is (0.000) so it proves that Null Hypothesis is rejected so there is a significant difference means of opinion of the employees between the Age and Manpower planning Recruitment and Selection. In Thirumala Dairy the significant value is (0.099) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. 2) The recruitment and selection is done Vol. V, Issue 3(4), July 2018 [113]

7 systematically in the dairy unit on regular basis are satisfactory at significant value is (0.000) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.840) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. The employees are satisfied with the recruitment and selection process in the dairy unit the significant value is (0.000) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.781) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. 4) The Mode of selection is based on in the dairy unit the significant value is (0.001) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.425) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. Is induction programme properly implemented after the selection procedure the significant value is (0.198) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.213) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. The Dairy Unit strictly following the promotional policies the significant value is (0.757) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.341) it proves that Null Hypothesis is rejected so there is significant difference in means of opinion of employees. 10) The mode of promotion in the dairy unit the significant value is (0.983) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Thirumala Dairy the significant value is (0.153) it proves that Null Hypothesis is rejected so there is a significant difference in means of opinion of employees. Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Table 6: ANOVA Table for Jersey and Dodla for Manpower Planning,Recruitment and Selection: JERSEY DODLA Df df Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Vol. V, Issue 3(4), July 2018 [114]

8 Q9 Q10 Q11 JERSEY DODLA Df df Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total The employees are aware of the manpower planning procedure in the Jersey Dairy unit are satisfactory at significant value is (0.396) so it proves that Null Hypothesis is accepted so there is no significant difference means of opinion of the employees between the Age and Manpower planning Recruitment and Selection. In Dodla Dairy the significant value is (0.234) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. 2) The recruitment and selection is done systematically in the Jersey dairy unit on regular basis are satisfactory at significant value is (0.350) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.333) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. The employees are satisfied with the recruitment and selection process in the Jersey dairy unit the significant value is (0.320) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.501) it proves that Null Hypothesisis accepted so there is no significant difference in means of opinion of employees in Dairy. 4) The Mode of selection is based on in the dairy unit the significant value is (0.860) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.544) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. The opinion of selection process procedure on the Jersey dairy unit the significant value is (0.856) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.875) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. 5) Is induction programme properly implemented after the selection procedure the significant value is (0.468) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.457) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees in Dairy. The internal promotion is given importance in the dairy unit the significant value is (0.426) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the DodlaDairy the significant value is (0.884) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 9) The jersey Dairy Unit strictly following the promotional policies the significant value is (0.063) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the Age and Manpower planning, Recruitment and Selection. In the Dodla Dairy the significant value is (0.567) it proves that Null Hypothesis is not accepted so there is a significant difference in means of opinion of employees. Analysis : The researcher has found that there is no significant difference in means of opinion of the employee in the four dairy units of Heritage, Thirumala, Jersey and Dodla Dairy units of Andhra Pradesh with the variable of Age and Manpower planning, Recruitment and Selection. The employees in the four dairy units are satisfied with the recruitment, selection and induction programmes conducted in the four dairy units. Vol. V, Issue 3(4), July 2018 [115]

9 Hypothesis: (a) Ho: Null Hypothesis- There is no significance difference in the means of opinion of the Designation and HRD infour Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. (b) H 1: Alternate Hypothesis- There is significance difference in the means of opinion of the Designation and HRD in four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. Q12 Q13 Q14 Q15 Q16 Q17 Q18 Q19 Q20 Table 7: ANOVA Table for Heritage and Thirumala Dairy of Human Resource Development: JERSEY DODLA Df df Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total The employees are satisfied with the procedure of identifying the training needs in the Heritage dairy unit the significant value is (0.535) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation. In the Thirumala Dairy the significant value is (0.152) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees.2) The employees have been benefitted by attending training programme in the Heritage dairy unit the significant value is (0.971) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.913) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. The employees have ever faced any problem while attending the training programme in the Heritage dairy unit the significant value is (0.008) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.244) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 6. The employees are aware of the performance appraisal reports in the Heritage dairy unit the significant value is (0.004) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.754) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees Vol. V, Issue 3(4), July 2018 [116]

10 Performance appraisal duration period in the Heritage dairy unit the significant value is (0.122) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.060) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 8. The method of appraisal is followed in the dairy unit the significant value is (0.013) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.539) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. The employees are satisfied with the performance appraisal system the dairy unit the significant value is (0.013) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the HRD and Designation In the Thirumala Dairy the significant value is (0.539) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. Table 8: ANOVA Table for Jersey and Dodla Dairy for Human Resource Development: Q12 Q13 Q14 Q15 Q16 Q17 Q18 Q19 Q20 JERSEY DODLA Df df Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total The employees are satisfied with the procedure of identifying the training needs in the Jersey dairy unit the significant value is (0.894) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation. In the Dodla Dairy the significant value is (0.940) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees.2) The employees have been benefitted by attending training programme in the Jersey Dairy unit the significant value is (0.185) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation In the Dodla Dairy the significant value is (0.153) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. The employees have ever faced any problem while attending the training programme in the Jersey dairy unit the significant value is (0.155) so it proves that Null Hypothesis is rejected so there is a significant difference in the Vol. V, Issue 3(4), July 2018 [117]

11 means of opinion of the employees between the HRD and Designation In the Dodla Dairy the significant value is (0.348) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 6. The employees are aware of the performance appraisal reports in the Jersey dairy unit the significant value is (0.933) so it proves that Null Hypothesis is rejected so there is significant difference in the means of opinion of the employees between the HRD and Designation In the Dodla Dairy the a significant value is (0.023) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. Performance appraisal duration period in the Jersey dairy unit the significant value is (0.448) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation In the Dodla Dairy the significant value is (0.744) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 8) The method of appraisal is followed in the dairy unit the significant value is (0.573) so it proves that Null Hypothesis is accepted so there is no significant difference in the means of opinion of the employees between the HRD and Designation In the Dodla Dairy the significant value is (0.933) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. 9) The employees are satisfied with the performance appraisal system in the dairy unit the significant value is (0.137) so it proves that Null Hypothesis is rejected so there is a significant difference in the means of opinion of the employees between the HRD and Designation In the Dodla Dairy the significant value is (0.354) it proves that Null Hypothesis is accepted so there is no significant difference in means of opinion of employees. Analysis: In Human Resource Development ( Training, Performance Appraisal and Career Development) the employees according to their designation provides the training needs, Performance appraisal reports provided to the employees as per the norms of the Dairy units. Through this hypothesis it proves that there is no difference in means of opinion of employees in the four dairy units of Heritage, Thirumala, Dodla, and Jersey dairies. Hypothesis: (a) Ho: Null Hypothesis- There is no significance difference in the means of opinion of the Salary and Compensation in four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. (b) H 1: Alternate Hypothesis- There is significance difference in the means of opinion of the Salary and Compensation in four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. Table 9: Correlation Table for Manpower Planning, Recruitment and Selection in Heritage Dairy: Q1 Q2 Q3 Q4 Q5 Q6 Q7 HERITAGE Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Pearson Correlation ** **. a.310 ** Sig. (2-tailed) Pearson Correlation.482 ** * ** **. a Sig. (2-tailed) Pearson Correlation * *.406 ** a Sig. (2-tailed) Pearson Correlation * * * * a Sig. (2-tailed) Pearson Correlation **.406 **.266 * a Sig. (2-tailed) Pearson Correlation * ** a Sig. (2-tailed) Pearson Correlation * ** a Sig. (2-tailed) Vol. V, Issue 3(4), July 2018 [118]

12 HERITAGE Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Pearson Correlation.636 **.718 ** a.293 *.238 * Q8 Sig. (2-tailed) Pearson Correlation. a. a. a. a. a. a. a. a. a. a. a Q9 Sig. (2-tailed) Pearson Correlation.310 ** *. a ** Q10 Sig. (2-tailed) Pearson Correlation *. a.876 ** 1 Q11 Sig. (2-tailed) Table 10: Correlation Table for Manpower Planning, Recruitment and Selection in Thirumala Dairy: THIRUMALA Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Pearson Correlation * * ** * 0.16 Q1 Sig. (2-tailed) Pearson Correlation.279 * **.262 *.314 **.453 ** ** Q2 Sig. (2-tailed) Pearson Correlation ** Q3 Sig. (2-tailed) Pearson Correlation * Q4 Sig. (2-tailed) Pearson Correlation **.464 ** * * Q5 Sig. (2-tailed) Pearson Correlation.242 *.262 * ** Q6 Sig. (2-tailed) Pearson Correlation ** *.906 ** * Q7 Sig. (2-tailed) Pearson Correlation.377 **.453 ** * ** Q8 Sig. (2-tailed) Pearson Correlation ** Q9 Sig. (2-tailed) Pearson Correlation.266 *.314 ** *.267 * ** ** Q10 Sig. (2-tailed) Pearson Correlation **.597 ** 1 Q11 Sig. (2-tailed) **. Correlation is significant at the 0.01 level (2-tailed). *. Correlation is significant at the 0.05 level (2-tailed). Vol. V, Issue 3(4), July 2018 [119]

13 Table 11: Correlation Table for Manpower Planning, Recruitment and Selection in Jersey Dairy: Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11. Pearson Correlation Q1 Sig. (2-tailed) Pearson Correlation **.319 ** * ** Q2 Sig. (2-tailed) Pearson Correlation Q3 Sig. (2-tailed) Pearson Correlation Q4 Sig. (2-tailed) Pearson Correlation ** * Q5 Sig. (2-tailed) Pearson Correlation ** ** * Q6 Sig. (2-tailed) Pearson Correlation ** Q7 Sig. (2-tailed) Pearson Correlation * Q8 Sig. (2-tailed) Pearson Correlation * ** Q9 Sig. (2-tailed) Pearson Correlation ** * ** Q10 Sig. (2-tailed) Pearson Correlation **.394 ** 1 Q11 Sig. (2-tailed) Table 12: Correlation Table for Manpower Planning, Recruitment and Selection in Dodla Dairy: Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Pearson Correlation *.300 ** **.427 ** * Q1 Sig. (2-tailed) N Pearson Correlation.279 * **.253 * **.344 **.261 * **.250 * Q2 Sig. (2-tailed) N Pearson Correlation.300 **.358 ** *.332 **.282 *.260 *.261 *.277 *.259 * Q3 Sig. (2-tailed) N Pearson Correlation * Q4 Sig. (2-tailed) N Pearson Correlation * Q5 Sig. (2-tailed) N Pearson Correlation.459 **.312 **.332 ** ** Q6 Sig. (2-tailed) N Q7 Pearson Correlation.427 **.344 **.282 * ** ** Vol. V, Issue 3(4), July 2018 [120]

14 Q8 Q9 Q10 Q11 Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Sig. (2-tailed) N Pearson Correlation *.260 * Sig. (2-tailed) N Pearson Correlation * ** 0.22 Sig. (2-tailed) N Pearson Correlation **.277 * ** ** Sig. (2-tailed) N Pearson Correlation.256 *.250 *.259 * Sig. (2-tailed) N **. Correlation is significant at the 0.01 level (2-tailed). *. Correlation is significant at the 0.05 level (2-tailed). Analysis: There is a positive correlation the Manpower planning, recruitment and selection with the induction and orientation programme at Pearson correlation value of ( 0.829) and the significant value is (0.000) the null hypothesis is rejected there is a significant relationship between the Manpower planning, recruitment and Selection and jersey Dairy. In Dodla Dairy There is a positive correlation for the dairy with the induction and orientation programme at Pearson correlation value of (0.724) and the significant value (0.000) the null hypothesis is rejected there is a significant relationship between Manpower planning, recruitment and selection and Dodla Diary. Hypothesis: (a) Ho: Null Hypothesis- There is no significant relationship between Manpower planning and four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units. (b) H 1: Alternate Hypothesis- There is a significant relationship between Manpower planning and four Dairy Units of Heritage, Thirumala, Jersey and Dodla Units Q12 Q13 Q14 Q15 Q16 17 Q18 Q19 Table 13: Correlation Table for HRD in Heritage Dairy Units: Q12 Q13 Q14 Q15 Q16 Q17 Q18 Q19 Q20 Pearson Correlation ** *.322 ** ** Sig. (2-tailed) Pearson Correlation *.256 * * Sig. (2-tailed) Pearson Correlation.622 **.275 * *.523 **.447 **.589 ** Sig. (2-tailed) Pearson Correlation * Sig. (2-tailed) Pearson Correlation ** Sig. (2-tailed) Pearson Correlation.278 * * ** ** Sig. (2-tailed) Pearson Correlation.322 ** ** ** Sig. (2-tailed) Pearson Correlation *.447 ** ** Sig. (2-tailed) Vol. V, Issue 3(4), July 2018 [121]